![]() |
![]() |
|
![]() |
||||||||||||||||||
| |||||||||||||||||||||
| |||||||||||||||||||||
|
ASSESSMENT: |
| 3) | I hold frequent, scheduled phone meetings, between which I leave them pretty much alone unless an emergency arises. |
| |
Agree |
| |
Disagree |
| 4) | Occasionally I make an exception to statement three, and call an employee just to chat, the way I would drop by the desk of an on-site worker. |
| |
Agree |
| |
Disagree |
| 5) | I make sure my offsite employees receive as much information about the company--its financials, personnel and policy changes, strategic changes, etc.--as do on-site people. I find opportunities to discuss this information with them so I am sure they understand what it means to them. |
| |
Agree |
| |
Disagree |
| 6) |
My offsite employees have access to immediate help whenever they encounter technical problems or questions related to work content they can't solve alone. |
| |
Agree |
| |
Disagree |
| 9) | My offsite employees let me know in a timely fashion if they have problems they can't solve or if they may miss a deadline. |
| |
Agree |
| |
Disagree |
| 10) | I give my offsite workers opportunities to advance in their careers by taking on new responsibilities. I make sure they have access to the training and development they need to do that. And I go to bat for them with upper management to help them get better assignments. |
| |
Agree |
| |
Disagree |
Do you have people reporting to you who work at home, in offices far from yours, or at a laptop on the passenger seat of their cars? If so, you are one of a growing number of managers who oversee offsite employees. Here's a chance to assess how well you are handling the challenge of supervising people you don't see from one week to the next or even for months on end. Just answer agree or disagree to the statements that follow.
Your answer...